Performance Management: Are Managers Making the Wrong Assumptions?

Performance Management and Interesting Assumptions

When I work with managers I often hear an assumption they make which is that people don’t actually like ‘being managed’ and, more specifically, that people don’t want to work with a manager who actively engages with performance management.

‘I feel embarrassed about managing performance, some of my staff are more experienced than I am and some are my friends. They won’t like it if start acting ‘all managerial’

Well of course it depends on what ‘being managed’ looks like. Generally people don’t like being told what to do, being constantly watched, being constantly criticised (so that’s something you didn’t know then!). But then again, that’s not effective performance management

Performance Management: What do Staff want?

In my work with managers I often ask the question ‘What do you, as a staff member, want from your manager?’ Here are some typical answers:

Performance Management and Research

Here’s some research from the savvy people which basically illustrates the same point;

In a Gallup study of performance, covering more than 200,000 employees across a dozen or more industries, teams that rated managers highly on four factors were more productive and more profitable. They also had lower staff turnover and higher customer satisfaction ratings

The four factors:

 knowing what is expected of them

 receiving positive feedback and recognition regularly for work well done

 having a manager who shows care, interest and concern for each of them

 having a role that fits their abilities

In a further Gallup study 80% of British workers said they lack any real commitment to their jobs and most blame poor management for their low level of motivation. Workers said they don’t know what’s expected of them, their managers don’t care about them as people, their jobs aren’t good fit for their talents and their view counted for little

Performance Management: The Conclusion?

What people seem to want, and want quite badly, is to be well managed. No surprise there then. What maybe is more of a surprise is that much of what ‘well managed’ means is effective performance management. And that comes as a surprise to many managers

Performance Management: The Practical Application

You could ask yourself the following questions:

1. How do you think the staff in your business would rate you (and your managers) against the four Gallup factors?

2. Do you need to do something differently?

Performance Management: Getting help for your managers

Do you need to provide some practical, easy to access training for your managers – training that they can complete 10 minutes at a time? Then why not take a look at the videos in my 10 Minute Management Toolkit series HERE – videos that teach managers step by step about effective performance management

Excellent content, real depth with very specific examples. Wonderful presentation style. I am using the tools and techniques taught in the DVDs and getting some great results -particularly with the staff member who needs to improve their performance. I’d highly recommend the 10MMT to business owners and managers.